2012 Open Enrollment Frequently Asked Questions

1. If you are not at a healthy weight and you sign up for a health program, do you get the lower contribution?
   Yes, as long as you (and your covered spouse or domestic partner, if applicable) take the necessary actions to qualify. You and your covered spouse or domestic partner must complete a health risk assessment (HRA) and meet the program requirements throughout the course of the year.
   
   
2. What is the definition of a healthy weight? Is it based on body mass index (BMI)?
   A healthy weight is based primarily on your BMI. A person with a BMI under 27.5 is considered to be at a healthy weight for purposes of our program.
   
   
3. I am a new RehabCare employee in the process of completing my first HRA in order to have Option II rather than Option III. Will I have to take it again between 10/31 and 12/31?
   Yes, you must take an HRA provided through our vendor, CareAllies, between October 31 – December 31, 2011 to be able to qualify for the Healthy Rewards rate. Web address is https://group.mycareallies.com.
   
   
4. How will a “healthy weight” be determined for the HRA if an individual is pregnant?
   When the analysis of the HRA is done by CareAllies, if a woman is pregnant at the time she completes the HRA she will be excluded and not asked to participate in a Step Up to Health program.
   
   
5. I’m overweight.  Will taking the HRA prevent me from getting insurance?
   Absolutely not! Your eligibility for healthcare benefits is based on your status (FT, PT, PRN, etc) and whether you’ve met the eligibility period (1st of the month following 1 or 3 months, depending on division). Taking the HRA, enrolling in a Step Up to Health program and progressing towards your goals will allow you to pay lower contributions – and may help you to attain better health.
   
   
6. Will the HRA preclude people from qualifying for life insurance?
   No. Your responses to the HRA are confidential and individual responses are not shared with anyone.
   
   
7. Do children have to complete an HRA?
   No. However, your spouse or domestic partner enrolled for medical coverage needs to complete an HRA (and possibly take other actions, depending on whether or not he/she is at risk) for you to qualify for the Healthy Rewards rate. We are asking covered spouses/domestic partners to do the same thing we ask our employees to do.
   
   
8. What if your spouse is deployed and cannot take the HRA?
   An exception will be granted for those whose spouse or domestic partner is deployed. You just need to let us know.
   
   
9. Is the HRA done online or do you have to go to a doctor or laboratory?
   The HRA is an online questionnaire that you complete. At this time we do not require lab work, but may want to have the results of your most recent lab work and/or physical available when you complete the HRA.
   
   
10. Are the rates going up? How much will the plans cost?
    Rates vary by line of business, plan option and whether or not you qualify for the Healthy Rewards rate. Please see your eligibility form for the specific rates applicable to your worksite.
    
    
11. Will RehabCare employees still have Blue Cross Blue Shield?
    That depends on the state in which you work. If you are in a state where we use United Healthcare, rest assured that the vast majority of providers and hospitals/facilities participate in both United and Anthem networks.
    
    
12. Are there going to be different rates for the same coverage between United HealthCare and Anthem Blue Cross Blue Shield?
    The rates for the 3 plan options, Flexible Choice, Consumer Choice and Network Only are the same under United HealthCare and Anthem.
    
    
13. I am a RehabCare employee. How would my current pregnancy be affected by the program changes?
    In general, the change in benefits should have minimal or no impact on you. If you are in a location that will be moving to United HealthCare, your doctor and the hospital where you are planning to deliver will most likely be in network. If they are not, and you are in your third trimester on January 1, you will automatically qualify for special transition benefits.
    
    If you meet the eligibility requirements for short term disability (STD) benefits based on your original date of hire (1 year of FT service for most employees) or if you are currently enrolled in RehabCare’s voluntary disability program, you will automatically be enrolled in the STD plan that pays you either 40% or 60% of your base pay, depending on whether you are an exempt or non-exempt employee. You must use available time off benefits during the disability waiting period.
    
    We need more information to answer this question in detail, and encourage you to reach out to your benefits or HR representative.
    
    
14. Does Kindred offer flexible spending accounts (FSAs)? What are the maximums?
    The maximum is $3,000 per year for the healthcare flexible spending account. The maximum for the dependent care flexible spending account is $2,500 or $5,000, depending on your tax filing status (married, single head of household, etc.) If you enroll in an FSA you will receive a debit card for convenience.
    
    
15. How will our current RehabCare 401(k) transition to Kindred?
    We will be merging the RehabCare 401(k) into the Kindred 401(k) in early January. Your invested funds will be mapped to like investments in Kindred’s plan, and your current deferral election will continue. You will receive more information in late November or early December about the transition.
    
    
16. How does profit-sharing work?
    The profit-based match award is based on company performance targets, as established by the Board of Directors on an annual basis. If we attain these targets, Kindred makes an additional contribution to the 401(k) plan that is allocated to eligible plan participants.
    
    
17. Is the cap of $500 on the 401(k) a monthly match or an annual maximum?
    That is the annual maximum.
    
    
18. Will PRN employees be eligible for the 401(k)?
    No, Kindred’s 401(k) plan does not permit PRN employees to participate.
    
    
19. Will you continue the RehabCare Professional Choice Accounts (PCA)?
    No decision has been reached at this time, but we expect that reimbursement for continuing education, whether through a PCA or through tuition reimbursement, will be offered.
    
    
20. Will we be able to use existing PCA accounts into 2012? If not, can we register for 2012 courses now and receive reimbursement for the course registration?
    No decision has been reached at this time but we will share information with you as soon as it is available.
    
    
21. What is the minimum number of hours to receive full benefits? What is the minimum number of hours to be part-time and have benefits?
    A full-time employee is one that is scheduled to work a minimum of 30 hour per week. For those divisions that offer part-time benefits, employees must be scheduled to work between 24-29 hours per week.
    
    
22. Do we need to cancel our current insurance?
    If you are currently enrolled in a RehabCare medical plan, you will not need to cancel your coverage for 2012 – that will happen automatically on December 31. You must enroll in a Kindred plan option for 2012 if you want coverage.
    
    
23. Is the enrollment call center the same number we can direct employees to for benefit questions?
    The open enrollment call center is not available at any other time of the year. The Kindred HUB is our benefits call center, and going forward, this is where employees should be directed.
    
    
24. Does Kindred have a cancer insurance policy?
    Kindred offers numerous voluntary benefits plans. One plan is the Critical Illness plan, which covers cancer, as well as many other conditions. Information will be included in your enrollment materials.
    
    
25. Where are the benefits materials being sent?
    For most employees, materials are being sent to the worksite. Some employees use their home address as their work address, so these employees will receive their materials at home.
    
    
26. Will a gym membership be included in our benefits?
    Kindred does not provide a gym membership as part of our benefits package. However, if you are enrolled in our healthcare plan, you are eligible for gym membership discounts through our vendor CareAllies, who has partnered with Global Fit. Go to the website https://group.mycareallies.com and look under participant discounts for more information.
    
    
27. My son is 19 years old. Will he still be covered on Kindred’s medical plan?
    If you enroll him, yes. Children may be covered until the age of 26.
    
    
28. Is there still going to be an employee and children option?
    Yes. Kindred offers 4 coverage tiers – Employee Only, Employee & Spouse or Domestic Partner, Employee and Child(ren) and Family.
    
    
29. Does Kindred offer a vision program?
    Yes, we offer a vision program through VSP. Information will be included in your enrollment materials.
    
    
30. Why is there not an online option to enroll?
    We hope to be able to introduce an online enrollment option in the near future. Our challenge has been the cost of a system given the complexity of our benefit programs across the company.
    
    
31. What is the PTO plan?
    Our PTO plans vary based on line of business. If you are a transitioning RehabCare or Triumph employee, your PTO program at Kindred will be very similar to your current program. You will continue to earn the same number of days you currently earn. The difference is that we provide 6 paid holidays, and 48 hours will be reduced from your current PTO accrual.
    
    
32. As a Program Director, do you lose your PTO if it is not used by the end of the year?
    If you were required to forfeit unused time under the RehabCare PDO program, the same requirement will remain in place through this transition. Going forward, Kindred will allow you to carry time over e.g. from 2012-2013.
    
    
33. Can you elaborate on short-term and long-term disability?
    Kindred provides short-term (STD) and long-term (LTD) disability to all full-time employees who have completed 1 year of service (Hospital Division, Support Center) or 6 months of service (RehabCare and Peoplefirst HomeCare and Hospice). We provide short-term disability to Nursing Center Division employees who have completed 1 year of service.
    
    The STD benefits are either 40% or 60% of base pay, to a maximum of $1,000 per week. There is a 15 day waiting period. LTD benefits are either 40% or 60% of base pay, to a maximum of $10,000 per month.
    
    

34. Important Information about the Other Coverage Surcharge
    A number of Kindred employees have contacted us because of the new other coverage surcharge that applies to those who cover a spouse or domestic partner with access to their own employer-provided medical coverage.  

    What Types of Coverage are Considered to be Employer-provided?
    •  Employer-provided coverage includes medical coverage available to your spouse or domestic partner.  This includes both active and retiree coverage, but it does not include continuation coverage through COBRA.
    •  Tricare, which is offered to active duty and retired members of the military and members of the Reserves and National Guard, is also considered to be employer-provided coverage. 
    •  Employer-provided coverage does not include Medicare or Medicaid.
    
    What if my Spouse/Domestic Partner’s 2012 Enrollment Period has Ended?
    •  Most plans, especially those offered by medium and large employers, will allow the employee to change his/her election for a number of reasons that are considered to be “family status changes”. A family status change (or qualified event) includes marriage, birth, divorce, etc, as well as if there is a significant change to the other person’s plan. 
    •  Significant changes are considered an increase in cost (contributions or out of pockets, such as deductibles) or a change in the network of providers.
    •  A change in election should include adding coverage.
    •  Most plans limit the amount of time to request a change, and documentation is usually required.  The notice in the attached document should qualify as required documentation.

    Kindred employees and their spouses and domestic partners can call the Kindred HUB at 1.800.991.6171 if you have any additional questions.